Stereotype threat distorts feedback and promotion judgments across races

Evidence

Research and anecdotal evidence suggest that prosecutors of color may face added burdens due to their own concerns about confirming negative stereotypes about their in-group during the course of performing their professional functions (Godsil & Jiang, 2017). When a negative stereotype is triggered about someone’s group, making one’s identity salient can undermine performance. A related form of stereotype threat may affect White managers. For example, when providing feedback on writing tasks for a minority employee, White managers may fail to provide important constructive critical feedback and instead provide overly positive feedback in order to compensate for feelings of racism (Harber, 2013). Research has shown stereotype threat has motivated recommendations for job promotions in spite of lack of necessary skills (Harber et al., 2012). — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law, 1410 (#corroborates, via linked claim)

It appears that internalizing stigma either does not occur or does not have the negative effects previously theorized. A fairly robust debate has arisen about whether stigma can itself be self-protective (see Crocker & Major, 1989; Gray-Little & Hafdahl, 2000; see also Major & Vick, ch. 9 this volume). That is, if people perceive, as Allport proposed, that others generally devalue their social group, and by extension themselves, it could lead them either to internalize that devaluation (thus diminishing selfesteem) or to reject the prejudiced other as a standard of evaluation or comparison. In the latter case, negative feedback from people believed to be prejudiced is discounted; victims of discrimination can dismiss the other’s views as irrational and unfounded because they can be attributed to bias (Crocker & Major, 1989). By this analysis, being sensitive to and vigilant about biased perceptions, beliefs, and behaviors is adaptive and preserves self-esteem against a backdrop of prevalent discrimination (see Major & Vick, ch. 9 this volume). — , Rudman, Laurie A - On the Nature of…, 1066 (#complicates, via linked claim)

Categorization

• XREF: connects to: Stereotype threat distorts workplace feedback and promotion decisions, harming both targets and providers — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law: A Definitive Look at…, 1410; Attributing negative feedback to prejudice protects rather than damages self-esteem — , Rudman, Laurie A - On the Nature of…, 1066

Broader Connections

• Stereotype threat distorts workplace feedback and promotion decisions, harming both targets and providers #corroborates (0.95) — Joseph Avery, Jim Sidanius, Joel Cooper, Gregory Davis, Amanda N., Bias in the Law, 1410
• Attributing negative feedback to prejudice protects rather than damages self-esteem #complicates (0.72) — , Rudman, Laurie A - On the Nature of…, 1066